Get 360-Degree Reviews Right

 
Tue 22 June 2021
Get 360-Degree Reviews Right
360-degree reviews can be an effective way to develop leaders. But they’re time-consuming and expensive, and the final report is often read and never discussed again, which doesn’t do anyone any good. So how do you ensure a successful 360-review process? First, the leader should help choose which colleagues receive the survey. They know who will have the most useful insight into their performance. They should then personally communicate with the respondents, asking them to provide their candid observations, so those who are providing feedback know it’s welcome. Once the input is aggregated, don’t simply send a report to the leader. Share the results in a coaching conversation, so the leader has the context and guidance to understand the data. And, ideally, the company should create a customized set of recommendations, mapped to its leadership competencies, so the leader has a personal development plan. Accountability is critical, so make sure it’s clear who — whether it’s their direct supervisor or someone in HR — will follow up with the leader to make sure they’ve acted on the feedback they received.
This tip is adapted from “What Makes a 360-Degree Review Successful?,” by Jack Zenger and Joseph Folkman